How Does High-Volume Recruitment Work?

High-volume recruitment is an essential tool in many organisations' recruitment arsenal. Not only does it reduce candidate churn, but it also reduces the time spent on recruitment. However, it is not without its challenges. Let's take a look at how high-volume recruitment works.

High-volume recruitment is an essential part of many organisations' recruitment armoury

High-volume recruitment is a method of hiring people for a large number of roles at once. This process is usually used when businesses need to fill a large number of positions quickly, such as seasonal or specialized positions. It involves identifying well-suited candidates, matching them with open positions, and moving them quickly through the hiring funnel.

While the word "high-volume" is somewhat subjective, it generally refers to hiring large volumes of candidates in a short period of time. As such, high-volume recruitment typically involves receiving hundreds or thousands of applications and screening them promptly. If it isn't done properly, it can result in a poor candidate experience, a failure to find the right candidates, and a negative reputation for the company.

It reduces candidate churn

High churn is an issue that affects businesses in many ways, including financial. The costs of recruiting, hiring, and training new employees are considerable, and it can affect the bottom line. According to the Society for Human Resource Management, the cost of replacing an employee is equivalent to six to nine months of salary. This means that replacing an employee on a $35,000 salary could cost between $17,500 and $26,250. Therefore, reducing candidate churn can be an excellent way to cut down on your hiring expenses and improve your bottom line.

Another way to reduce candidate churn is to provide job candidates with accurate expectations of what they can expect from the role. Recent surveys have shown that nearly half of workers quit a job because they did not match expectations. Among Gen Z respondents, this figure rises to seventy-three percent. These mismatches fuel turnover, so it is important to tailor the candidate experience to the position.

It reduces time spent on recruiting

High volume recruiting involves hiring a large number of people at once, and presents some challenges for HR teams. Screening and shortlisting applicants can take up a significant amount of time. Recruiting in this manner is also usually subject to strict time restrictions. For example, if you need to hire 100 cashiers by Christmas week, you cannot delay the process. Insufficient staffing can impact a company's productivity during the busiest time of year, reducing revenue and profits.

Hiring high-volume recruitment agencies can take on the burden of candidate screening and help you source new talent. By managing your hiring funnel, you can focus on hiring and keeping the pipeline full of qualified candidates.

It can be challenging

High volume recruiting is a process of sourcing high-quality candidates quickly. This method requires a database of candidates and prospects to identify the best fit for the job. The database helps recruiters determine cost per hire and the quality of hire. This is especially important when sourcing high-volume positions.

A good example of high-volume recruitment is CVS, which set an ambitious goal to hire 50,000 new employees by 2020. In just two months, the company grew its workforce by 25%, receiving over 1.3 million applications. More than 60,000 candidates were hired or are currently being considered for positions. To learn more, please contact Maki People.